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At the time of marriage, the employer is obligedgive any employee leave without pay. This rule is fixed in the current labor legislation, therefore the company can not refuse the employee in the specified time of rest. The length of leave without content in this case can be up to five calendar days. Some companies develop internal regulatory documents, conclude collective agreements that improve the level of guarantees for their employees and pay for the rest time provided in connection with the marriage. But the employer does not have such a duty, so most of the organizations are guided by legislative norms and grant unpaid leave.

What is the procedure for the employee to work on the holiday?

Vacation in connection with the marriage is notis provided automatically, the initiative must come from the employee himself, which is also enshrined in the Labor Code of the Russian Federation. This initiative is expressed in a statement that is submitted to the head of the organization. The application should record the request for leave without pay, necessarily indicating the reason for this request and the expected start and end dates of rest (taking into account the limitation of five calendar days). The head puts his own visa on this application, after which he enters the personnel service, the specialists of which draw up an order to send the employee on leave. The employee is usually introduced to this order against the signature, after which the registration of the leave due to the marriage is completed.

What should I do if my employer refuses to give me leave?

Some managers arethe employee's desire to realize his own right for additional rest time in connection with the marriage. If the employer refuses to provide leave without content, the employee can use this rest time after the application is submitted. The main condition of such use is the preservation of the copy of the application for the grant of leave, submitted to the employer, on which a mark is placed on its acceptance. There is a jurisprudence according to which the dismissal of an employee in such a situation is recognized as wrongful, and the employee is restored at work with all the attendant compensations.